【正文】 lo cal u n it s t o USD) : Ac c i d e n ta l De a th a n d Di s a b i l i ty 0 .1 3 %PPP Hea lth c a re Ann u a l Fu tu re Va l u e F a c to r 1Si n g l e ? 0 0 Sal a ry Re v i e w % 5 .0 %W i th Sp o u s e ? ,4 0 0 Sal a ry Re v i e w Da te 1 /J a n /0 7W i th Ch i l d re n ? ,9 0 0Bas e Y e a r Pre s e n t Val u e s 1 /De c /0 4In fl a ti o n Ra te 5 .0 %Lo c a l Soc ia l In s ura nc e Extract from General Manager’s Hotel Opening Manual ______________________________________________________________________________________________________________ March 2020 5 Pl ease E nt er the ho tel PTER A ssump tio ns BelowSi n g l eW i th Spo u s eW i th Chi l d re nSi n g l eW i th Spo u s eW i th Chi l d re nSi n g l e W i th Sp o u s eW i th Chi l d re nSi n g l e W i th Sp o u s e W i th Ch i l d re nJ B1 1 .5 1 .3 1 0 .0 % 3 ,6 0 0 7 ,2 0 0 1 0 ,8 0 0 1 ,0 0 0 2 ,0 0 0 3 ,0 0 0 3 ,0 0 0 3 ,0 0 0 3 ,0 0 0 1 5 ,0 0 0 2 0 ,0 0 0 2 0 ,0 0 0 J B2 1 .5 1 .3 1 0 .0 % 3 ,6 0 0 7 ,2 0 0 1 0 ,8 0 0 800 1 ,0 0 0 2 ,0 0 0 2 ,0 0 0 2 ,0 0 0 2 ,0 0 0 8 ,0 0 0 1 2 ,0 0 0 1 5 ,0 0 0 J B3 1 .5 1 .3 1 0 .0 % 3 ,6 0 0 7 ,2 0 0 1 0 ,8 0 0 500 800 1 ,0 0 0 1 ,0 0 0 1 ,0 0 0 1 ,0 0 0 5 ,0 0 0 8 ,0 0 0 1 2 ,0 0 0 J B4 1 .0 1 .3 1 0 .0 % 3 ,6 0 0 7 ,2 0 0 1 0 ,8 0 0 300 500 800 500 500 500 3 ,0 0 0 5 ,0 0 0 8 ,0 0 0 J B5 1 .0 500J B6 1 .0 500J B7 1 .0 200J B8 0 .5 200J B9 0 .5 200J B10 0 .5 200M o n th l y Ben e fi ts Bas e Sa l a ry (IHG )Pre o p e n i n g Ann u a l In c e n ti v e ( o f M th )J o b Ba n dM o n th l y Ac c o m m o d a ti o n + Uti l i ti e s $ /L CM o n th l y M e a l / Al l o w a n c e $ /L C M o n th l y L a u n d ry Al l o w a n c e $ /L C M o n th l y T ra n s p o rta ti o n / Al l o w a n c e $ /L CIHG Pe n s i o n Pl a n (1 0 % o f Ann u a l Ben e fi ts Sal a ry )Ot he r H R E x pe ns esEx p e n s e s 1 Ex p e n s e s 2 Ex p e n s e s 3Ai rf a re Ho m e L e a v e $ /L CUn i fo rm $ /L CM e d i c a l Ch e c k u p $ /L CAn n u a l Sc h o o l i n g F e e $ /L CVi s a Ap p l i c a ti o n $ /L CRe l o c a ti o n $ /L CJ B1 1 5 ,0 0 0 2 0 ,0 0 0 2 0 ,0 0 0 J B2 8 ,0 0 0 1 2 ,0 0 0 1 5 ,0 0 0 J B3 5 ,0 0 0 8 ,0 0 0 1 2 ,0 0 0 J B4 3 ,0 0 0 5 ,0 0 0 8 ,0 0 0 J B5J B6J B7J B8J B9J B1 0Oth e rsJ o b B a n dHUMAN RESOURCE SURVEY Fill in the Personnel, Training amp。Extract from General Manager’s Hotel Opening Manual ______________________________________________________________________________________________________________ March 2020 1 2. HUMAN RESOURCE – PRE OPENING CHECKLIST . HUMAN RESOURCE SURVEY1 1. Once a firm signed contract has been executed for a management agreement for a new project, the Vice President Hotel Openings will designate a human resource specialist to conduct a Human Resources Survey. 2. This survey will accumulate the data required for preparing the hotel preopening budget, the manning schedule and staffing headcount by position. The survey needs to be piled as early as practicable. 3. The survey would normally be pleted 2 to 3 years prior to the anticipated opening of the project, and then updated periodically by the Regional Specialist until it is handed over to the General Manager appointed for the project. . STAFFING PLAN 1. The Staffing Plan uses the Human Resource Survey (Excel Based model) as the primary source document to “automatically calculate” and acplish the following tasks: a. Establish an accurate PreOpening Payroll budget for hotel staff. b. Provide a detailed document for PreOpening manpower planning, and serve as a guideline for recruitment planning. c. Identify the number of expatriate staff required (if applicable). d. Determine the number of uniforms which must be purchased, by department, for male and female staff. e. Determine the number of staff lockers which should be purchased for the employee male and female locker rooms. Provide for full capacity and also casual labour. f. Serve as a useful working document for the ining General Manager and Department Heads. 2. The Vice President Hotel Openings will delegate to a staff member the task of preparing a Staffing Plan for the new project, who in turn will closely coordinate with all affected Regional Department Heads / Functional Specialists. . STAFFING PLAN REVISIONS2 1. Wage ranges and related staff conditions/benefits for each hotel position identified in the survey / staffing plan should be reviewed twice prior to the o